Both of these methods have their own distinct advantages. The average score is an intuitive, simple-to-understand scale that gives you a steady and consistent measure of your teams’ engagement. The NPS score can give you a bit more detail on employee engagement.
Either way, the result is that organizations of all sizes gain an accurate and reliable measure of their employee engagement, and a clear understanding of the factors that are supporting or tarnishing it too.
Common Mistakes When Measuring Employee Engagement
Here’s some common pitfalls that you should do your best to avoid.
1. Infrequent Surveys
One thing we’ve occasionally seen businesses do, before they start using engagement software like Workday Peakon Employee Voice, is sending out large Google forms, or an equivalent, every half-year or even annually. This method can actually contribute to further disengagement.
When you have long gaps between your surveys, not only do you risk your participation rate being low, but you might also miss out on concerns that arose in the time between. By the time you become aware of a problem, it may be too late to rectify.
Organizations that we partner with can decide how frequent they would like their surveys to be—weekly, monthly, or quarterly, for example. But at Workday we ask our own employees for weekly feedback. The more frequent your surveys, the fewer questions your employees are required to answer each time, and the more up-to-date your data is.
The value of regular feedback can’t be underestimated.
2. One-Size-Fits-All Questions
A pulse survey is better than no survey, but asking the same questions week-in, week-out, or randomly selecting questions, often leads to missed insights.
Rather than trying to make a one-size-fits-all process work, we suggest ‘Intelligent Listening’—looking for important and recurring themes, and then building your surveys and the questions you ask around your company’s or a specific team’s bespoke needs and concerns. This means you’ll be asking the right people the right questions at the right time, and benefiting from the right information.
3. Not Confidential
Employees are understandably cautious when answering surveys. The most useful feedback relies on your team being completely open and honest about their feelings.
If you want a high number of honest responses, you must ensure that your survey is confidential and remains that way. If employees feel even slightly unsafe giving honest feedback, they will withhold information. Or worse—choose not to participate in the survey at all.
What’s Next? How to Follow-up After Measuring Engagement
Measuring your employee engagement is just the first step. The second—taking action—is even more important, as this is how you will boost your employee satisfaction, productivity and performance.
With your real-time employee data in tow, you can make rapid, well-informed decisions, and drive the change your employees really want to see. If members of your team are reporting a lack of work-life balance, for example, you should consider making changes to your flexible working policies.
Then you can compare your employee engagement scores to thousands of other relevant companies across the globe using our benchmarking tools, and set benchmarks for yourself in the areas you’d like to improve on.
You should share your insights throughout the organization too. This will encourage increased participation and act as a reminder that everyone has a part to play in driving employee engagement and success.
When you democratize the engagement process, you give everyone the power to drive change. Feedback leads to insights, which leads to action, which leads to change. When you close this loop and demonstrate that you’re really listening to and acting upon your employees’ feedback, you’ll start to see an improvement in your employee engagement scores.